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Middle-level leading cadres
Middle-level cadres incentives and assessment restraint mechanisms, and gradually form the middle of cadres, the treatment can go up or down the dynamic
Management mechanism, and fully mobilize the enthusiasm and sense of innovation and reform of the mid-level leadership cadres, cadres effectively enhance the sense of responsibility and sense of mission.
1 to change the way of the middle-level cadres income distribution, fully linked to the income of the middle-level cadres of the unit performance.
2, the implementation of a the risk deposit system of leading cadres.
Innovative middle-level cadres annual evaluation schemes, the establishment of a science fair middle cadre appraisal system, increase promotion examination results cadres duties exchanges out and reward linked to the use of the intensity.
Reserve cadres
Both re-selection, more weight training, bold and dynamic management the reserve cadre management mechanism.
1, to establish a new the reserve cadre selection mechanism, grasp the reserve cadres selection.
2, increase the the reserve cadres culture promoted the use of the intensity.
3, the establishment of a the reserve cadres dynamic management mechanism.
Marketing team
1, create marketing efforts, "the two mechanisms.Open recruitment dealership personnel, improve the quality of the marketing staff.Technical staffFocus on the selection of professional and technical leaders and project bidding, reward, and to inspire the enthusiasm and creativity of scientists and technicians work.
An established company leadership and technical personnel to ingratiate themselves with the contact system. Fully reflects the concern and care of the senior leadership of the technical staff and workers, technicians.
2, the selection and training company specializing in technology leaders to establish a team of top-notch technical talent with trapezoidal level, and give full play to the role of the academic to take the lead and point to an area.
Operating workers team
Adhere to a variety of incentives, highlighting the distribution according to work, the basic principle of distribution according to contribution reward, and fully reflects the wide range of large operating labor value.
1, the the operation workers Cascade culture and incentives.
2, the establishment of the leadership of the company and workers, technicians to pledge allegiance contact system.
3, the established operating workers yield commission bonus allocation policy.
4, vigorously carry out the activities of workers in the operation division with only.
5, in accordance with the idea of "professional, trades", and actively carry out multi-skill activities. |
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